Recording analysing and using HR information
RECORING, ANALYSING AND USING
HUMAN RESOURCES INFORMATION.
By Izabela Malecka-Rykala
Part A 496
The below note will give you a brief information about the way the organisation’s approach to collecting, sorting and using HR data.
This was divided into the following:
1) Two reasons why the organization needs to collect HR data:
a) “to be able to retrieve information whenever it is needed. For example each organisation has to keep accurate records or information of their employees in order to be able to use this information for planning ahead (…)
b) a legal requirement, for instance in order to be able to make accurate tax returns to the government” [1]
2) Two types of data that is collected within the organization and how each supports HR practices:
a) sickness records: this type of data/report may be collected periodically (monthly or quarterly) and compared or analysed against each employee’s attendance records. This helps the human resources to manage the attendance record of the organisation accurately and inform line managers of the constant attendance offenders (…)
b) the contact details for each employee especially home address. This is essential if a correspondence needs to be sent out to each employee, such as contract, payslips, pensions” [2]
3) A description of at least two methods of sorting records and the benefits of each:
a) manual method: “paper-based items such as employees’ original application forms, contracts of employment and any other documentation – letters, references, and so on – that relate to employment. Such records should be systematically field for security purposes and ease of access to authorized users. (…)
b) electronically method: (…) not only can absence turnover, pay and training be monitored easily, but specific programs on human resource planning, psychometric testing, employee development and appraisals can be used to help make relevant decisions. Databases containing employee
HUMAN RESOURCES INFORMATION.
By Izabela Malecka-Rykala
Part A 496
The below note will give you a brief information about the way the organisation’s approach to collecting, sorting and using HR data.
This was divided into the following:
1) Two reasons why the organization needs to collect HR data:
a) “to be able to retrieve information whenever it is needed. For example each organisation has to keep accurate records or information of their employees in order to be able to use this information for planning ahead (…)
b) a legal requirement, for instance in order to be able to make accurate tax returns to the government” [1]
2) Two types of data that is collected within the organization and how each supports HR practices:
a) sickness records: this type of data/report may be collected periodically (monthly or quarterly) and compared or analysed against each employee’s attendance records. This helps the human resources to manage the attendance record of the organisation accurately and inform line managers of the constant attendance offenders (…)
b) the contact details for each employee especially home address. This is essential if a correspondence needs to be sent out to each employee, such as contract, payslips, pensions” [2]
3) A description of at least two methods of sorting records and the benefits of each:
a) manual method: “paper-based items such as employees’ original application forms, contracts of employment and any other documentation – letters, references, and so on – that relate to employment. Such records should be systematically field for security purposes and ease of access to authorized users. (…)
b) electronically method: (…) not only can absence turnover, pay and training be monitored easily, but specific programs on human resource planning, psychometric testing, employee development and appraisals can be used to help make relevant decisions. Databases containing employee
Bibliography: [1] Why Organisations Need Data - College Essays - Oluwatayo. 2014. Why Organisations Need Data - College Essays - Oluwatayo. [ONLINE] Available at: http://www.studymode.com/essays/Why-Organisations-Need-Data-1001107.html. [Accessed 30 December 2014]. [2] Why Organisations Need Data - College Essays - Oluwatayo. 2014. Why Organisations Need Data - College Essays - Oluwatayo. [ONLINE] Available at: http://www.studymode.com/essays/Why-Organisations-Need-Data-1001107.html. [Accessed 30 December 2014]. [3] Introduction to Human Resource Management A Guide to HR in Practice, Charles Leatherbarow, Janet Fletcher, Donald Currie, Published by CIPD, 2013, page 77-78 [4] Introduction to Human Resource Management A Guide to HR in Practice, Charles Leatherbarow, Janet Fletcher, Donald Currie, Published by CIPD, 2013, page 392 [5] What is the Freedom of Information Act? | ICO. 2014. What is the Freedom of Information Act? | ICO. [ONLINE] Available at: https://ico.org.uk/for-organisations/guide-to-freedom-of-information/what-is-the-foi-act/. [Accessed 30 December 2014]. [6] http://www.cipd.co.uk/binaries/absence-management_2014.pdf